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IO > Chapter 7- Selection Decisisons & Personel Law > Flashcards

Chapter 7- Selection Decisisons & Personel Law Flashcards

1
Q

Set of predictors(tests) used to make employee hiring decisions

A

Selection Battery

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2
Q

Applicant accepted and performed well

A
  1. Hits (True positives)
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3
Q

Applicant rejected and would have performed poorly

A
  1. Correct Rejections ( True negatives)
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4
Q

Applicants accepted but performed poorly

A
  1. False alarms (false positives) (Type I Error)
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5
Q

Applicant rejected but would have performed well

A
  1. Misses (false negatives)(type II Error)
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6
Q

Those that the organization decided to hire, but they ended up being suboptimal performers…

A

False alarms (false positive) (type I Error)

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7
Q

The percentage of current employees who are successful on the job…

A

Base Rate

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8
Q

Recruitment

A

Process of encouraging potentially qualified applicants to seek employment with a particular company

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9
Q

Agreement or match between KSAOs & values, job demands, organization characteristics
(Does it fit me?)

A

Person-environment(PE) fit

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10
Q

Cyber vetting

A

Assessment of an individuals suitability for a job based on internet info
Ex: Facebook accounts, personal blogs, linked in, YouTube account, etc…

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11
Q

The approach to selection occurs when employees are selected through a process which requires minimal scores on more than one predictor and the predictors must be completed in a specific sequence… only those who pass move on to the next phase

A

Multiple Hurdle

Ex: graduate school admissions

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12
Q

Multiple cutoff approach

A

Passing scores (cutoffs) are set on each predictor
(Applicant must score higher than cutoff on each predictor)
Ex: surgeons

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13
Q

Statistical technique that allows us to estimate how well a series of predictors forecasts a performance criterion…

A

Multiple Regression Approach

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14
Q

Useful and cost efficient?

A

Utility

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15
Q

To the extent that a selection battery is valid. Hits/correct rejections are higher and misses/false alarms are lower

A

Validity

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16
Q

Study involves collecting predictor data from applicants, gathering their performance data at a later point in time, and then computing a validity coefficient between the predictor and criterion scores

A

Predictive validity

17
Q

Used to determine the extent to which a predictor is related to a criterion

A

Validation study

  • predictive validity
  • concurrent validity
18
Q

Statistical approach used to show that test validity do not vary across situations…

A

Validity generalization

19
Q

Collect data on both predictors and criteria from incumbent employees at the same time

A

Concurrent validity

20
Q

A given selection battery will likely demonstrate lower validity when employed with a different sample

A

Validity shrinkage

21
Q

Situational specificity

A

Test validities are limited to particular situations

22
Q

Based on the notion that job components common across jobs are related to the same KSAs or human attributes

A

Synthetic validity

23
Q

Selection ratio

A

Number of job openings divided by the number of applicant

The smaller the selection ratio, the better the utility of the selection battery

24
Q

Protection from discrimination for individuals so are 40 years old or more…

A

Age Discrimination in Employment (ADEA)

25
Q

In 1933, the family and medical leave Act was signed, providing _______ for employees to take care of family related issues…

A

Up to 12 weeks of unpaid leave

26
Q

If the percentage of applicants hired for a group is less than 80% of the selection rate for the group with the highest selection rate…

A

Adverse Impact (80% rule of thumb)

27
Q

When an organization does not have the resources to accommodate individuals with a given disability (part of ADA)

A

Undue Hardship

28
Q

Common law doctrine stating that employers have the right to initiate or terminate professional relationships at any given time with or without reason…

A

Employment at will

29
Q

This act provided equality of opportunity and equal treatment of all people regardless of “race, color, religion, sex, or national origin”

A

Civil Rights Act of 1964

30
Q

A practice employed in many organizations to increase the number of minorities or protected class members in targeted jobs…

A

Affirmative Action (AA)

31
Q

This act makes it illegal to provide unequal pay and benefits to men and women who are holding jobs that are equal…

A

Equal Pay Act of 1963 (EPA)

32
Q

Claim it is imperative to hire folks of a particular group bc the business cannot be adequately conducted without them

  • intentional
  • characterized by imposing different standards on different groups of people
A

Bona Fide Occupational (BFOQ)

33
Q

Involve employment procedures that apparently unintentionally discriminate against a minority group (unintentional)

A

Disparate Impact Cases

34
Q

Discrimination is intentional and a result of differential treatment (intentional)

A

Disparate treatment cases

35
Q

“Qualified” person can perform the essential functions of the job, if necessary, with the aid of reasonable accommodations Act…

A

Americans with disabilities Act (ADA)

36
Q

Essential functions (part of ADA)

A

Tasks that are significant and meaningful aspects of the job

37
Q

Reasonable accommodations (part of ADA)

A

Changes if exceptions that would allow the qualified disabled individual to successfully do the job

38
Q
  • Most far reaching federal statues prohibiting discrimination
  • modified in 1991, deals w/ issues of Monterey damages, jury trials as well as clarifying e/ party’s obligations in adverse impact cases
A

Civil Rights Act ( 1964, 1991)

39
Q

One of the most important cases involving Civil Rights Act

A

Griggs V Duke Powef (1971)

  • griggs(African American male) was not hired and presented adverse impact data against African Americans
  • duke power said adverse impact was unintentional, but lost largely bc job relatedness if it’s selection battery could not be demonstrated

IO (12 decks)

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